Career counsel: Dementia is not an illness that employers should ignore

We are a medium-sized business and are reviewing our HR policies. Is dementia something we should worry about? Do we have legal obligations or are they all moral?

Jeremy Hughes, chief executive at the Alzheimer's Society, the charity, writes:

You cannot ignore dementia. The Equality Act of 2010 requires employers to avoid discrimination and make reasonable adjustments to ensure people with Alzheimer's and other forms of dementia and their carers are not disadvantaged in the workplace.

Though it is often a hidden disease at work and one that many people believe only affects those who have long retired, we know that 40,000 of the 850,000 people in the UK living with dementia are under the age of 65.

Further, the UK statutory retirement age is rising and the number of people with dementia is expected to rise to 1m by 2021. So it is easy to see that many more people developing dementia in the future will still be working, especially as responsible employers adapt work environments and expectations.

You are not alone in wondering about your responsibilities. In a survey we conducted of employers, 89 per cent of respondents recognised dementia as growing issue for their organisation and their staff. Research by the Centre for Economics and Business suggests 10 per cent of UK businesses employ a person with dementia.

A diagnosis does not necessarily mean someone can no longer do their job. However, dementia is a progressive condition and over time will impair a person's ability to work. They may need support to help them remain at work and eventually information from their employer about leaving.

It is important that you become a dementia-aware workplace. It is not only the right thing to do, but a smart business decision too. Creating an environment in which people know they will be supported if they develop dementia will help you retain staff and attract recruits. Evidence suggests that people want to work in organisations with policies and cultures that are inclusive and empowering.

All your employees should understand dementia and feel able to talk about it. Training line managers is key. For tips on how to achieve this, as well as examples of the kinds of "reasonable adjustments" UK law could require you to make, read our newly-published guide for employers. You will see, making the changes is not terribly onerous and well worth the effort.

Send your queries to Janina Conboye at [email protected]

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